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As organizations return to pre-pandemic conditions, many are grappling with a new challenge: the increased expectation for employees to return to the office. This shift has led to evolving workplace dynamics and raised various questions about how to increase office presence and maintain positive morale.
As businesses reopen their offices, it will be key to remain agile and pay attention to changing behaviors. Keep reading to learn more about workers’ sentiment and the best practices for creating hybrid work environments that meet both employee and business needs.
The pandemic forced a rapid transition to remote work, and many employees have grown accustomed to the flexibility and autonomy it offers. Our research shows employees have a growing desire to maintain some level of remote work while also fostering a sense of community and collaboration.
Our recent Talent Trends 2024 report, surveying 50,000 respondents globally, revealed:
Today, we’re seeing this resistance to return to fully in-person work in real time. In June, nearly half of Dell’s workforce rejected the tech giant’s strict RTO policy, which made remote employees ineligible for promotions or role changes.
There are no one-size-fits-all solutions to encouraging office presence. However, instead of enforcing severe policies that could lead to adverse effects, promoting productivity and connection is paramount.
When employees and employers have opposing wants, it can be easy to allow that narrative to take over. Instead, be patient and empathetic. Change is difficult for anyone. Recognize that it may take time for your employees to come around (figuratively).
Reframing the conversation is a crucial step in changing the tide. Rather than opting for “in-office or else” policies, focus on the mutual value that returning to the office yields. This could mean enhanced collaboration, relationship-building, company culture, and more.
To avoid further misalignment, employers should be upfront about work arrangements in their job postings, recruitment processes, and on. Use the following tips to help you create a positive hybrid workplace.
Create a hybrid policy: Develop a clear, transparent hybrid work policy that outlines the expectations for office attendance and remote work.
Compromise when possible: Can you offer flexible work arrangements? Consider offering flexible work options, such as compressed work weeks or part-time remote work.
Communication channels: Establish effective communication channels to keep employees informed about changes, updates, and expectations.
Ergonomic workspaces: Ensure both office and home workspaces are ergonomically designed to prevent discomfort and injuries. A comfortable work environment is crucial for everyone, but it can be particularly beneficial for neurodivergent individuals who may have sensory sensitivities or difficulties with motor skills.
For example, avoid harsh overhead lights or flickering fluorescent bulbs, which can be overwhelming for those with sensory sensitivities. Remember to stay open to learning, be flexible, and provide training to create an inclusive workspace for all.
Mental health support: Provide access to mental health support to help employees navigate the challenges of hybrid work. Consider creating a private wellness space for employees to recharge and reboot if they’re expected to be in the office more. This can be as simple as a quiet, private room employees can use to get some headspace.
Work-life balance: Encourage employees to maintain a healthy work-life balance and prioritize self-care. Consider incentivizing healthy habits, such as company-funded health apps that reward employees for taking more steps in the day.
Hybrid meetings: Utilize technology to facilitate effective hybrid meetings, ensuring that both in-office and remote employees can participate fully.
Team building activities: Organize team-building activities and events that employees can enjoy both in-person and virtually. Be mindful of activities that could alienate or exclude people. If it doesn’t work across the office and virtually, don’t force it! Could you run two separate sessions? Have you asked your team what they want? There’s no one right way but being open and communicating clearly is key.
Office culture: Create a positive and inclusive in-person company culture that encourages collaboration and teamwork.
One way to do this is by agreeing on similar working patterns. For example, implement days when employees work from home to avoid individuals sitting in an empty office. Additionally, plan in-person meetings or collaboration sessions to generate buzz and excitement for days in the office!
Key performance indicators (KPIs): Establish KPIs to measure the effectiveness of your hybrid work arrangement, such as employee satisfaction, productivity, and collaboration. After some time, evaluate the results and revise policies if necessary.
Regular employee feedback: Gather feedback from employees to identify areas for improvement and adjust as needed. Doing so shows your staff you value their input.
Our Talent Trends report reveals all about how today’s professionals feel, from flexibility and salary to AI and diversity.
Download your copy to get an exclusive, in-depth look into these trends and how you can leverage them to keep your workforce happy and your organization successful.
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